TABLE OF CONTENTS The first step in the whole-system change preparation phase is to carry out a company-wide values assessment to identify employees personal values, their perception of the current culture values, and their desired culture values. This is known as the baseline assessment. The procedure for carrying out a baseline assessment and the outputs obtained are described in Chapter 4. The process should begin by mapping the values of the leadership group and their direct reports, and getting the commitment of the leadership group to behavioral change. The rest of the company is then surveyed. The values survey should include demographics such as position, business unit, location, and if appropriate gender, age, ethnicity, length of service, and so forth. The cultural values assessment will identify opportunities and obstacles to cultural change and provide guidance in the development of personal alignment, group cohesion, and structural alignment programs. It will also provide assistance in identifying the key performance indicators that will be used for values-management. For example, an organization that suffers from poor internal relationships might focus on building trust; an organization that is having difficulty producing ideas for new products or services might focus on encouraging creativity. In these cases trust and creativity would become key performance indicators in the process of values-management (see Chapter 11).
In developing the compelling reasons for change (step 5), it will be important to include the business case for change as well as...
